Myanmar has been under military rule since February 2021. Most international companies have paused or exited operations. Sanctions, banking disruptions, and security risks have pushed the majority of global EOR providers to withdraw or suspend Myanmar coverage. If you are still considering hiring in Myanmar, your first question is whether any EOR can actually operate there — and for how long. The compliance and payroll rules below still apply where employment continues; the practical constraint is provider availability.
Myanmar Employment at a Glance
| Detail | Value |
|---|---|
| Currency | Myanmar Kyat (MMK) — subject to exchange controls |
| Official language | Burmese |
| Labour regulator | Ministry of Labour (various sectoral laws) |
| Tax authority | Internal Revenue Department (IRD) |
| Minimum wage | MMK 4,800/day (~US$2.28) — among the lowest in Asia |
| Standard working week | 44 hours (factories); 48 hours (shops and establishments) |
| Annual leave | 10 days per year |
| Public holidays | ~20+ days per year |
| Notice period | Typically 1 month |
Social Security Board (SSB): Contributions and Coverage
Myanmar’s Social Security Board provides sickness, maternity, injury, and death benefits. Contributions are mandatory for covered employees.
| Employer | Employee | |
|---|---|---|
| SSB contribution | 3% of insurable wages | 2% of insurable wages |
Rates apply to insurable earnings up to a statutory cap. Your EOR calculates the cap, deducts the employee share, remits the employer share, and keeps SSB registration and filings current. Post-2021, banking and remittance delays can affect how quickly contributions are credited — confirm with any provider that they can still remit reliably.
Labour Law — Key Provisions
Employment terms are governed by the Myanmar Labour Organization Law, Shops and Establishments Act, Leave and Holidays Act, and sector-specific rules. Core entitlements:
- Annual leave: 10 days per year.
- Sick leave: Up to 30 days per year with pay; medical certificate typically required.
- Maternity leave: 14 weeks (6 weeks before and 8 weeks after delivery).
- Overtime: Regulated by sector; premium rates apply for work beyond standard hours.
- Severance: Calculated under the Employment and Skill Development Law based on years of service. Model the cost before any redundancy or termination.
- Notice: One month is standard; check the applicable contract and sector rules.
Public holidays (around 20+ per year) are paid when applicable. The EOR must apply the correct leave and holiday rules and maintain compliant contracts and payroll.
Work Permits
Foreign nationals working in Myanmar require a work permit and related immigration clearance. Requirements and processing are set by the Ministry of Labour and immigration authorities. Post-2021, approval timelines and policy have been volatile. Any EOR still operating in Myanmar should manage permit applications and renewals; if they cannot obtain or renew permits reliably, that is a hard stop for hiring foreign staff.
How Long Does EOR Onboarding Take in Myanmar?
Very few EOR providers still onboard new employees in Myanmar. Among those that do, expect longer and less predictable timelines than in stable markets: SSB registration, contract execution, and banking can all be delayed by operational and regulatory uncertainty. Do not assume “standard” Southeast Asian timelines (e.g. 1–2 weeks). Get a written estimate from the provider and confirm they are actively processing Myanmar payroll and compliance before you commit.
Top EOR Providers for Myanmar
Most major global EORs have withdrawn or suspended Myanmar operations since the 2021 coup. INS Global is one of the few that may still offer Myanmar coverage; a small number of regional specialists may also operate there. This is a very limited market. Verify current coverage, banking capability, and willingness to take on new Myanmar hires before signing. If your provider has paused Myanmar, the alternative is often to avoid new hires there or use a local entity you control — with full awareness of sanctions and reputational risk.
Frequently Asked Questions About EOR in Myanmar
Is it safe to use an EOR in Myanmar given the political situation? Many companies have decided it is not. Military rule since February 2021, sanctions, and banking instability have led most international EORs to exit or pause. Using an EOR in Myanmar today means relying on one of the few remaining providers and accepting higher operational and compliance risk. Your legal and compliance team should explicitly sign off.
What happens to SSB if the EOR stops operating in Myanmar? If the EOR withdraws, someone must continue SSB contributions and payroll for existing employees or terminate them in line with local law (notice, severance). Clarify with the provider what their exit plan is and who handles ongoing obligations.
Can we pay employees in a foreign currency? Salaries are typically in MMK; exchange controls apply. Your EOR or local counsel should confirm what is currently permitted for foreign-currency payment.
What is the minimum wage? MMK 4,800 per day (~US$2.28), among the lowest in Asia. Your EOR must apply the correct rate and any sector- or region-specific variations.
Why have so many EOR providers left Myanmar? Sanctions, banking risk, and operational safety. The few that remain serve a narrow set of clients. Expect limited choice and higher internal scrutiny.
